HRBP Retail

Role - StoreHR People & Culture Business Partner

For this role we believe you should university degree and 2 years of related experience, or minimum 5 years of related experience, Business Acumen, Stakeholder Relations, Operational, tactical and strategic decisionmaking, Business Model Guidance, Strategy Development, HR Issue Resolution and Policy Management, Talent Sourcing and Acquisition, Performance Management, Solution Design and Development.

YOUR RESPONSIBILITIES:

Execute operational requirements, delivering people and culture solutions in assigned units to achieve operational goals and objectives in a small/medium size unit.

• Execute work, collaborating with stakeholders to implement a comprehensive range of people and culture solutions and activities in assigned units.

• Execute work, representing people and culture in the development of strategic and business plans by providing relevant subject matter expertise to support decision making.

• Collaborate with stakeholders to ensure consistency in application of reward structures.

• Execute work, collaborating with stakeholders to manage performance reviews and onboarding and off boarding activities.

• Participates and represents P&C in strategic business plan development and ongoing business decisions

• Engage with business on workforce, talent, co-worker engagement, organizational effectiveness and change management

• Support Managers about talent issues, including P&C onboarding requests, coaching on performance management, and other issues (e.g., multi-generational workforce).

• Responsible for implementing people approaches and all aspects of the people within the respective units

• Responsible for ensuring that the talent and succession goals and performance management for the assigned business areas are being consciously achieved, providing advice and expertise to line managers to secure a quality and timely process.

• Identify, evaluate and monitor actual and potential labor issues evolving internally or externally that could create significant risks

• Participate and represent People & Culture in strategic business plan development and ongoing business meetings and decisions

• Identify, gather, and provide requirements to help with the development of P&C initiatives, to participate in the implementation of local P&C initiatives, and to support data entry and documentation handling at a local level to ensure compliance

Implement a common way of managing co-worker relations issues on country level, delivering consistency and fairness in all our processes and actively performing an analysis of root causes in coordination with the Unit P&C Business Partner Managers

• Ensure budget approval for any personal data and mass data changes within the country

• Provide approval for contract extensions within the country

• Review benefits metrics and targets proposed by CoE Specialist and input

• Approve any changes to off-cycle compensation and pay equality scenarios

• Determine if the job and salary level will impact co-workers or other country level stakeholders, and creates an action plan to address the impacts

• Manage involuntary and voluntary exits for co-workers based on guidelines and any legal requirements

• Participate in performance reviews and calibration sessions and PIP programs as needed

• Prepare report on industry trends and other data for key positions conversation with business and for Talent for Growth conversations

• Review analysis, discuss list of priorities and finalize to proceed with capability gap assessment for learning priorities

• Localize global principles and guidelines and ensure they are implemented in the people planning

• process and they are reflected in utilization of staffing systems and tools, optimized people planning practices, and co-workers schedules and timecard

• Ensure the availability of accurate and updated market level information in order to support the units execute an effective and efficient people planning process.

CTC - 12 - 15 LPA